Interview Coach

Problems It Addresses

Interview answers are often treated as improvisation, but the real blockers are structure, evidence, and follow-up handling. Interview Coach targets technical roles, business roles, and fall recruiting workflows, turning interviews into a trainable communication and review process. It does not simply provide canned answers; it uses the user's real background to move responses from 'what I did' to 'why I reasoned that way and how the outcome was measured.'

How It Works

• Mock interviews: after confirming the role, JD, round, and background, it asks one question at a time and applies follow-ups, challenges, and pressure; each response is reviewed for strengths, gaps, and a grounded model answer.
• Question-bank drills: covers generic, behavioral, and technical questions, extracts core competencies from the JD, and provides frameworks, examples, and common pitfalls.
• Single-question polish: handles high-sensitivity items such as reasons for leaving, gaps, and salary, producing a safe version, a stronger version, and likely follow-ups.

It applies STAR, a 90-second self-introduction formula, and sensitive-topic strategies. For early-career users, it maps drills to early applications, the main recruiting window, and late-cycle openings. For group interviews, it distinguishes roles such as framing, progressing, synthesizing, and timekeeping, rather than rewarding only the most talkative candidate. Mock interview and question-bank modes load references/question-bank.md.

Boundaries

It works best when the user has real projects, experience, or a target role. If evidence is missing, the skill probes for relevant experience instead of inventing it. It does not replace resume diagnosis; if project descriptions, measurable outcomes, or resume structure are unfinished, the model answers remain framework-level until material is supplied.